Ethnicity and Job Attributes Preferences

International Journal of Scientific and Research Publications, Volume 5, Issue 1, January 2015 1 ISSN 2250-3153

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Ethnicity and Job Attributes Preferences

Irina M. Martinez and Toni DiDona, Ph.D.

Carlos Albizu University

Abstract- This research project was designed to explore the job

attributes that influence the decision to accept or reject a job

offer. Job attribute preferences were examined in individuals

living in Colombia, Venezuela and the United States. The study

used a convenient sampling method that included 101 working

adults. The survey was administered anonymously via the

internet, and the candidates were asked to answer a researcher

developed questionnaire that contained items measuring job

security, salary conditions, education, and training. The study

was intended to investigate differences between ethnicity and job

attribute preferences. The results indicate that there was no

significant differences across countries in job attribute

preferences. However, employees from different countries did

rank their preferences in different ways.

Index Terms- Colombia, Venezuela, United States of America,

job attributes preferences, employee preferences, cross cultural

differences

I. INTRODUCTION

rom the point of view of a company it is important to

generate knowledge about the preferences that an employee

has regarding what motivates him to stay in a job (Grunt, 2009).

It is critical for an organization to efficiently and effectively

address how the decisions to accept or reject a job offer are

made, and which job attributes (e.g., salary, educational

opportunities, working conditions, training, and employment

benefits) are most likely to attract competent applicants.

Individual preferences for jobs attributes have been significantly

researched during the last years (e.g., Sutherland, 2012; Lacy,

Bokemeier, & Shepard, 1983; Pui, 2010). Some special

examinations have been made such as employee motivations and

differences in preferences between US and Chinese people

(Fisher & Ya Yuan, 1998), measuring work preferences to

enhance career self-management (Gilbert, Sohi & McEachern,

2008), and job attributes preferences compared with reasons

given for accepting and rejecting job offers (Turban, Eyring &

Campion, 1993).

In his studies about preferences for attributes, Jurgensen

(1978) found differences in preferences for job attributes such as

type of work, advancement, pay, and supervision across men and

women. He also found that for some applicants pay was fifth in

importance, while it was first in importance for others.

This research intends to provide information that will

contribute to a broader understanding of the impact of the

applicant’s preferences in job attributes. It is hypothesized that

there is a difference in job attribute preferences across ethnicity.

In this study, job attribute is defined as outcomes given to

an employee in addition to salary. Some examples included are

paid holidays, paid vacations, health insurance, and retirement

plans. In many cases, these job attributes are a key ingredient in

attracting and retaining employees (http: www.allbusiness.com).

Ethnicity is an attempt to classify individuals; this is a socially

defined category in which individuals group together according

to their social background, common language, culture, and

traditions (http://www. Wikipedia.com). Hispanic is not a race,

but rather it is an ethnic group that shares a common culture,

language and history (http://www. Wikipedia.com). In this study,

Hispanics include individuals living in Colombia and Venezuela.

As previously described there have been some studies regarding

job attributes preferences for individuals living in European

countries or in North America, but no previous research has been

conducted regarding job attributes preferences in specific Latin

American countries such as Colombia and Venezuela. It is the

interest of the investigators to explore the differences between

these two populations and facilitate organizations to reach

qualified applicants more effectively and efficiently.

Numerous studies have previously investigated what

applicants prefer while looking for a job. Jurgensen (1978)

performed a study to see what is important for people in a job.

He used a scale with 10 job attributes where employees of a

utility company ranked them in order of importance. These

attributes were; company advancement, benefits, hours, pay and

security, supervisory work, type of work, co-workers and

working conditions. Security was ranked as most important for

men while type of work was most important for women. Years

later, the type of work also became important for men (Turban et

al., 1993).

Lacy et al. (1983) used national samples collected from

1973 through 1980 and found that factors such as income,

commitment to work, education, and occupational prestige tend

to be more related to job attributes preferences. Meaning of

work was the most important factor in his study followed by

income, advancement, security, and work hours.

Job seekers usually do not know which attributes a company

offers prior to their applications. Collins and Stevens (2002)

found 10 attributes which may be known by applicants, they are

location, good corporate culture, benefits, promotion, salary,

training opportunities, company reputation, training programs,

performing an interesting work, and job security.

It is important for a company to maintain a motivated and

diverse group of people, because over time employees are likely

to experience some deficiencies or demotivation. These

deficiencies may be psychological, physiological or sociological.

Deficiencies or needs trigger behavioral responses; and people

always try to seek new ways to reduce their needs deficiencies.

Need deficiencies promote a search process for alternative ways

to reduce the tension caused by these deficiencies (Ivancevich &

Konopaske 2011).

F

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Abraham Maslow (1943) proposed a theory organizing

individual needs in a hierarchy scale. Maslow used the terms

physiological, safety, belongingness, social, and love; esteem;

and self-actualization needs to describe how individual’s

motivations are rank ordered. Maslow’s theory assumes that an

individual tries to satisfy their physiological necessities first

(basic level) before trying to follow the satisfaction of upper-

level needs (Ivancevich & Konopaske 2011).

If Maslow’s theory is accurate, individuals who cannot

fulfill basic needs such as paying rent, buying food or medicine

will not care about job attributes in the same way that people

who can will. In other words, as individuals make enough money

to support themselves and their families, job attributes became

more important.

Harold and Polyhart (2008) examined the individual

differences among the applicants that might influence the

attribute-attraction relationship. It focused mainly on fit, pay,

prestige, and location attributes. They found that applicant’s

individual differences influence their attribute attraction

relationship. Applicants give great importance to job attributes

when they are applying in a company.

The relation between preference for job attributes and

candidates is a highly critical relationship to be studied. It

requires understanding the needs as the employees in an

organization in order to be able to attract them. To better

understand the applicants it is necessary to know the applicants’

core self evaluation (El-Zamly & Amin 2011).

Ethnicity and Job attributes

The way an individual thinks, feels and behaves is

profoundly influenced by his/her cultural heritage. It has been

found that culture influences both the way an organization

behaves, and also the way people who work in that organization

behave (Adler & Gundersen 2008).

Geer Hofstede (1980) an eminent Dutch management

researcher, found in his studies that most of the differences in

work related values and attitudes are due to the national culture

rather than position within the organization, age or gender.

Moreover, he also found that employees are motivated by

different kinds of rewards and additionally they are conditioned

by their family, social group, geographical region and

professional environment.

In his studies, Hofstede (1980) indicated that most

individuals shared a national character that represents the cultural

mental programming they have in common (e.g., families’

structures, laws, forms of government, and religious

organizations). Culture is something really difficult to change

and if it does change the process is very slow.

In recruiting, an organization often tries to focus on

candidate’s personality dimensions such as intelligence and

abilities; these dimensions can be measured through the use of

psychological tests. It is also important for an organization to

take into consideration the dimensions of the national culture

(Hofstede, 2011).

Hofstede's cultural dimensions theory consists of

dimensions such as power distance, individualism vs.

collectivism, uncertainty avoidance index, masculinity vs.

femininity, long term orientation, and indulgent vs. restraint.

These dimensions describe the effects of the society and its

members, and how these values relate to the way individuals

behave. Based on the results of Hofstede, one can deduce that

groups are different from each other; and they think, behave,

perform and have different values base on their national culture.

In this study, the variable job attributes focuses on job security,

working conditions, training, promotion, and others benefits that

the company may provide to its employees. As noted earlier,

previous research suggests that they are important factors that

influence the way organizations attract employees (Jurgensen,

1978; Lacy et al. 1983). In this study, the variable ethnicity is

expected to affect the way people perceive the rewards or

benefits the company provides.

Therefore the hypothesis of this research project is: There is

a significant difference between job attribute preferences across

cultures.

II. MATERIALS AND METHODS

a. Participants

In this study the variable ethnicity was based on a sample of

the population living in Colombia, Venezuela and United States.

The sample was selected by sending the questionnaire link to

personal email databases. The participants were also asked to

forward the questionnaire link to their personal email contacts

that met the requirements to participate in the survey. Responses

were collected through the Internet. The study used a convenient

sample method due to geographical constrains.

A total of 101 survey questionnaires were received from all

three countries. The researchers took into consideration

demographic aspects such as gender, age, maximum level of

education obtained, marital status, number of dependants, and

their level of income. From Colombia a total of 32 surveys were

collected, in which 62.5% survey responses were female. The

mean age was 36.6: the age range of this sample was between 18

and 56 years old. The level of education for Colombia included

37.5% who had a master’s degree, with 34.4% who had a

bachelor’s degree. The majority of the individuals were married

(56.3%) followed by a 34.4% who indicated being single. Half

the sample (50%) reported that they had spouse and/or children

as their dependents. The sample described their income as

average (34.4%) or low average (34.4%).

Thirty three surveys were received from Venezuela, in

which 51.5% of the respondents were female. The mean age was

36.5: the age range of this sample was between 23 and 60 years

old. The majority of the Venezuelan sample had a bachelor’s

degree (60.6%). Regarding their marital status, 42.4% of the

sample indicated they were married, while 39.4% reported being

single. The majority of the Venezuelan sample (54.5%) indicated

that they had a spouse and/or children as their dependents. A

33.3% of the sample described themselves as having an average

high income, while 12.1% reported that they had low income.

Thirty six surveys were collected from United States of

America, in which the majority of the respondents (61.1%) were

female. The mean age was 36.1: the age range of the sample was

between 19 and 55 years old. The sample reported that 27.8%

had a bachelor’s degree, 25% had a master’s degree, and 5.6%

had not finished high school. The majority of the sample (61.1%)

indicated they were married and that they had spouse and/or

children as their dependents. Half of the sample (50%) reported

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having a low income. Additional details regarding the sample are

contained in Table 1 and Table 2.

b. Apparatus

The instrument, a research developed questionnaire (see

Appendix A), was used to measure and compare the job

attributes preferences in people living in Colombia, Venezuela,

and the United States of America. The development of the job

attributes items were based on the studies of Fisher and Ya Yuan

(1998), in which they took into consideration aspects such as

tactful discipline, being on things, full appreciation of work done,

good wages, job security, working conditions, promotion and

growth.

Nineteen items were included as important for employees to

accept or reject a work offer. These items were constructed as

statements, in which items 1, 2, 3, 10, 11 were related to job

security and salary conditions; items 4, 5, 6, 7 were related to

education and training within and outside of the company; items

12, 13, 14, 15, 16, 17, 18, 19 were related to benefits the

company provide to their employees. The response for these

items was measured on a 5-point Likert scale, ranging from very

important to not important at all.

The informed consent form (see appendix C), did not

require the participant signature for confidentiality reasons, by

continuing answering the questionnaire the respondents agreed to

participate in the survey. Both the survey and the informed

consent form were translated into the Spanish language following

the guidelines provided by Behling and Law (2000) in their book

translating questionnaires and other research instruments (see

Appendix B & D).

The scale was anticipated to take between 10 to 15 minutes

to complete.

c. Procedure

Since the purpose of this research project was to obtain

information about the preferences in job attributes in Venezuela,

Colombia and United states, the data was collected in each one of

the countries through the internet. The survey was administered

to working adults, and data was collected during the months of

May – July 2014.

Individuals were given an informed consent form (see

appendix C - D), describing in detail the purpose of the research.

Participants were informed that this research project was for

educational purposes only and that it will have no impact on their

work. They were also informed that their participation was

voluntary and anonymous. Participants were provided with

contact information in case of future questions or if they were

interested in knowing the results of the research.

Data Analyses

Once all the data was obtained descriptive statistics were

used to summarize the data, and describe the sample in detail.

Independent sample t- test statistics were used to test for

relationships between the variables. T-test statistics can test for

evidence of a relationship between two variables, it allowed the

researchers to find whether there is a significant difference

between job attributes (e.g., job security, working conditions,

education, training, and company benefits) and ethnicity (e.g.,

Colombia, Venezuela and United States of America) using an

Alpha level or level of significance of 0.05.

III. RESULTS

The results will be discussed in three sections. The first part

describes the information obtained for each country (Colombia,

Venezuela, and United States respectively), to explore

preferences in job attribute within each specific culture. The

second part of the results includes comparison between Colombia

and Venezuela to see whether there is significant difference

regarding job attributes between each country. Lastly, a

comparison between Latin American countries (Colombia and

Venezuela) and United States of America is discussed to see

whether there is significant differences regarding job attributes

between United States and Latin America.

Job attributes preferences for the Colombian sample are

detailed in Table 3. Job security (87.5%), medical benefits

(81.3%), and good working conditions (78.1%), were the top

three job attributes prefer by this sample, followed by end of the

year bonuses and retirement services each with 71.9%

respectively. Potential for promotion and paid maternity leave

were very important for a 68.8% of the respondents. Training at

work was ranked eighth in level of importance (53.1%), and the

participants indicated that working a minimum of 40 hours per

week (21.9%) was the least important of the job attributed

presented.

Table 4 reports the results obtained for the Venezuelan

sample on the job attributes presented. Job security and medical

benefits (each with 87.9% respectively) were the two most

important job attributes selected by the participants. These job

attributes were followed by training at work, retirement services

and end of the year bonuses (each with 75.8% respectively).

Other job attributes such as potential for promotions (72.7%),

good working conditions (69.7%) and paid maternity leave

(60.6%) were also important for the sample. The least important

job attribute in this sample was working a minimum of 40 hours

per week (39.4%).

Table 5 reports the result obtained for the United States

sample on the job attributes presented. Job security (97.2%) was

the most important job attributes among the sample. It was

followed by good working conditions and retirement service

(each with 86.1% respectively). Other job attributes very

important for the sample were medical benefits (83.3%), end of

the year bonuses (80.6%), and potential for promotion (69.4%).

Training at work (63.9%) was ranked seventh by the sample,

while paid maternity leave (52.8%) was ranked eighth. The least

important job attributes reported by the sample was working a

minimum of 40 hours per week (44.4%).

Based on this information it is safe to conclude that for the

three countries surveyed, job attributes related to job security,

working conditions, potential for promotion, training at work,

medical benefits, paid maternity leave, retirement services, and

end of the year bonuses are important when taking into

consideration to accept or reject a job offer. In addition working

a minimum of 40 hours per week was the lowest in preference

across all three countries.

The second type of analysis conducted involved a

comparison between Colombia and Venezuela to see whether

there are significant differences between the two countries

regarding job attributes preferences. The survey provided a

sample of 65 working adults (32 for Colombia and 33 for

Venezuela).

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According to the survey responses the researchers detected

that there were no statistically significant differences between

preferences for job security and the two countries (p=. 787, α =

.05). In addition no significant differences were found for the

job attributes such as having good working conditions (p=. 350,

α = .05); potential for promotion (p=. 558, α = .05); training at

work (p=. 166, α = .05); medical benefits (p=. 267, α = .05); paid

maternity leave (p=. 157, α = .05); retirement services (p=. 183,

α = .05); and having end of the year bonuses (p=. 268, α = .05).

Only in the job attribute working a minimum of 40 hours per

week was there a statistically significant difference (p=. 006, α =

.05) between the two countries.

These results show that individuals living in Colombia and

Venezuela have nearly the same preferences related to job

attributes, with the exception of working a minimum of 40 hours

per week.

The third analysis conducted involved a comparison

between Latin American Countries (Colombia and Venezuela)

and United States of America. The survey provided a sample of

101 working adults (65 for Latin America and 36 for United

States).

According to the responses the researchers found that there

was no statistically significant difference between job security

and between Latin America and United States (p=. 109, α = .05).

The same lack of significant difference was found for other job

attributes such as having good working conditions (p=. 292, α =

.05); potential for promotion (p=. 559, α = .05); training at work

(p=. 640, α = .05), working a minimum of 40 hours per week

(p=. 337, α = .05), medical benefits (p=. 919, α = .05); paid

maternity leave (p=. 256, α = .05); retirement services (p=. 242,

α = .05); and having end of the year bonuses (p=. 265, α = .05).

Taking into consideration these results it is safe to conclude that

there is no significant difference regarding the job attributes

preferred across all three countries.

IV. DISCUSSION

The results of this study did not support the initial

hypothesis. No significant differences between job attributes (e.g.

job security, good working conditions, potential for promotion,

training at work, medical benefits, paid maternity leave,

retirement services, and end of the year bonuses) were found for

the sample obtained in Colombia and Venezuela.

Starting with the two Latin American countries (Colombia

and Venezuela) used in this research; the authors found that job

security and the opportunity to have medical benefits are the top

of their priorities. These job attributes were ranked first and

second for each country. Job security is important because it

allow them to satisfy their basic needs, and take care of their

family. These results are consistent with Maslow’s theory, which

indicates that an individual tend to first satisfy his/her needs for

survival (physiological need). Knowing that one’s job provides

their needs of water, food, and clothing is clearly important for

individuals in both countries; in the other hand medical benefits

will allow them to satisfy their safety needs. In conclusion, these

two job attributes comply with Maslow’s theory about satisfying

their most important needs first, physiological and safety.

Good working conditions were ranked third in Colombia,

but seventh in Venezuela. Currently, Venezuela is undergoing

serious economic and political problems that may affect the way

their people view these kinds of benefits. Moreover, Venezuelan

workers are facing many obstacles that prevent them for

working.

Training at work was ranked third in Venezuela, but eighth

in Colombia. This difference indicates that the respondents for

Venezuela place more value in professionalism and development

than the respondents for Colombia.

Retirement services and end of the year bonuses were

ranked fourth and fifth respectively in both countries. In

countries such as Colombia and Venezuela, the laws stipulate

that once an employee is hired by a company, the employee is

entitled to retirement services and end of the year bonuses. The

end of the year bonuses is equivalent in Colombia to 15 days

salary, while in Venezuela is equivalent to 30 days salary, and it

has to be paid within the first two weeks of December. It is clear

that employees expected to have these two jobs attributes as part

of any regular job, this may be one of the reason why it was

ranked this way.

Similar results were found with paid maternity leave, which

was ranked sixth in both countries. Maternity leave is granted

and fully paid after giving birth; by law in both countries. Laws

guarantee maternity leave payment for up to 20 weeks in

Venezuela and for 14 weeks in Colombia.

The job attribute working a minimum of 40 hours per week

was the least important in both countries. In Colombia and

Venezuela the normal working week is usually 40 hours, and

most jobs are paid based upon a salary rather than an hourly rate.

Workers are paid based on the established labor contract between

them and the company, which can be fixed-term contract,

contract for an indefinite term, or contract to provide services. In

Colombia 40.6% answered “Neutral/Not sure” to this question,

this may be one of the reasons why the results indicated a

significant difference between Latin American respondents and

those in the United States.

In comparing the data obtained from Latin American

(Colombia and Venezuela) and United States, the results of this

research were also inconsistent with the hypothesis. The results

indicated that there is no a significant difference in any job

attribute preference (e.g. job security, good working conditions,

potential for promotion, working a minimum of 40 hours per

week, training at work, medical benefits, paid maternity leave,

retirement services, and end of the year bonuses) between Latin

American respondents and those in the United States.

Job Security was also ranked at the top of their priorities in

the United States, once again supporting that fulfilling

physiological and safety needs is paramount. Similarly, jobs

attributes such as working a minimum of 40 hours per week and

having paid maternity leave, were the least preferred for Latin

American (Colombia and Venezuela) and United States.

Limitations

First, the sample used in this research was a convenient

sample. Therefore generalizations to the populations studied

cannot be made.

Second, although all of this research has been conducted

through the internet using web links, the geographical constrains

played an important part to obtain the data, especially in

Venezuela. Venezuela is a country with so many political and

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governmental problems that have limited access to the internet

for individuals living there.

It is important to note that the sample obtained for this study

was a well-educated sample; it does not represent the entire

population of the countries surveyed. This was a convenient

sample and descriptive such as education and level of income

were not representative of the majority of the population on those

countries.

V. CONCLUSIONS

Organizations need to understand what is important to their

applicants in order to attract more competent employees and

retain their current labor force. There are numerous factors that

are considered by both applicants and employees in this manner.

As previously described in this research, working adults prefer to

have certain level of security in their job as a way to satisfy their

physiological and safety need for them and their families. It is

important for workers to feel a certain level of security in their

jobs, so they can provide food and shelter for themselves and

their families. If organizations view this job attribute as a major

benefit for themselves as well as their employees and try to

ensure the employees permanence in their job, employees will

feel more committed to the company and will perform better

their work.

Job attributes that refer to their self actualization need (e.g.

training at work and potential for promotion) are only going to be

important once the employee’s basic needs are fulfilled. A

company can provide all the training and educational programs

for their employees, but these programs will not be seen as

encouragement or rewards among their employees if their basic

needs are not being met.

The majority of respondents of this survey (87.38%) were

participants who cataloged themselves as Hispanic.

Independently of their country of residence (Colombia,

Venezuela, and United States). No differences among this sample

was found, they think, and feel in much the same way regarding

the job attributes preferences.

REFERENCES

[1] Adler, Nancy & Gundersen, Allison (2008) International dimensions of organizational behavior. 5th Edition

[2] Behling, Orlando & Law, Kenneth, S. (2000). Translating questionnaires and other research instruments. Problems and solutions. Sage Publications. Vol. 133

[3] Collins, Christopher J. & Stevens, Cynthia Kay (2002). The relationships between early recruitment–related activities and the application decision of new labor-market entrants: a brand-equity approach to recruitment. Journal of applied psychology, Vol. 87, No. 6, 1121-1133.

[4] El-Zamly, Mariam Hassan & Amin, Ahmed. (2011) Organization and job attractiveness to applicants in Egypt and its relationship with core self-evaluation. Review of management, Vol. 1, No. 4, 39-55.

[5] Fisher, Cynthia D., & Ya Yuan, Anne Xue, (1998) What motivates employees? A comparison of US and Chinese responses. The International Journal of Human Resources Management 9:3.

[6] Gilbert, G. Ronald, Sohi, Ravipreet S., & McEachern, Adriana G., (2008) Measuring work preferences. A multidimensional tool to enhance career self-management. Career Development International. Vol. 13, No. 1, 56-78.

[7] Gravetter, F., & Wallnau, L.B. (2014) Essentials of statistics for the behavioral sciences (8th Edition). Cengage Learning.

[8] Grund, Christian, (2009). Revealed job preferences by employee initiated job change.

[9] Harold, Crystal M. & Ployhart, Robert E. (2008). What do applicants want? Examining changes in attribute judgments over time. Journal of Occupational and Organizational Psychology, 81, 191–218.

[10] Hofstede, Geer (1980). Motivation, leadership and organization: do American theories apply abroad? Organizations Dynamics. AMACON, a division of American management associations.

[11] Hofstede, Geer (2011). Dimensionalizing cultures: the Hofstede model in context. International Association for Cross-Cultural Psychology. Vol. 2, Issue 1/8.

[12] Ivancevich, J.M., Konopaske, R., & Matteson, M.T. (2011) Organizational behavior and management (9th Ed.)

[13] Jurgensen, C. E. (1978). Job preferences (what makes a job good or bad)? Journal of applied psychology, 63, 267-276.

[14] Lacy, William B., Bokemeier, Janet L., & Shepard, Jon M. (1983) Job attribute preferences and work commitment of men and women in the United States. Personnel psychology No. 80, 14-140.

[15] Pui, Shuang-Yueh (2010). The role of individual differences in the job choice process.

[16] Rynes, S. L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. Handbook of industrial and organizational psychology pp. 399-444.

[17] Turban, Daniel B., Eyring, Alison R., and Campion, James E., (1993) Job attributes: preferences compared with reasons giving for accepting and rejecting job offers. Journal of Occupational and Organizational Psychology, 66, 71-81.

[18] Sutherland, John (2012). Job attribute preferences: who prefers what? Employee relations. Vol. 34 Issue 2, 193-221.

Online Sources

[19] http://www.allbusiness.com/glossaries/company-benefits/4960864-1.html

[20] http://en.wikipedia.org/wiki/Ethnic_groups

AUTHORS

First Author – Irina M. Martinez, Master of Industrial and

Organizational Psychology

Second Author – Toni DiDona, Ph.D., Associate Professor at

Carlos Albizu University, Miami, Fl.

Correspondence Author – Irina Martinez at

[email protected] or Dr. Toni DiDona at

[email protected]

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What is your gender? Male Female

Please indicate your race.

Anglosaxon Hispanic Black Other

What is your age? years old

What is your maximun level of Education, please indicate one.

Doctoral Graduate Proffessional Technical Some High School

Master Graduate 18 months - 24 months college High School Graduate

Bachelors Graduated More than 36 months college

In which country are you currently living?

Colombia Venezuela United states of America

Please indicate your current job seeking status.

Are you Actively looking for a job

Not looking for a job

Please indicate which is your actual employment Status.

Are you employed Part Time

Full Time

Self Employed

Please indicate your current job Level.

Upper Management Middle Management

Executive Intermediate

Proffessional Entry level

Please indicate your marital status.

Single

Married

Widowed

Divorced

Separated

Please indicate your current living situation.

Living Alone

Living with parents

Living with family members

Please provide your number of dependents.

Children Other dependents None

JOB ATTRIBUTES PREFERENCES

APPENDIX A

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Please indicate in which category is your level of household income per month.

If you live in Colombia

Less than COP $616,000.0

COP $617,000.0 - COP $1,631,000.0

COP $1,632,000.0 - COP $3,097,000.0

COP $3,098,000.0 - COP $4,170,000.0

More than COP $4,171,000.0

If you live in Venezuela

Less than VEF $3,270.0

VEF $3,271.0 - VEF $3,616.0

VEF $3,617.0 - VEF $3,845.0

VEF $3,846.0 - VEF $7,316.0

More than VEF $7,317.0

If you live in United States of America

Less that US$ 2, 000.0

US$ 2,001.0 - US$ 4,100.0

US$ 4,101.0 - US$ 6,200.0

US$ 6,201.0 - US$ 8,300.0

More that US$ 8,301.0 Please respond this questions as best represents you.

Please indicate how important

this aspect of the job is for you

1 Job security

2 A salary that satisfy your basic needs

3 Good working conditions

4 Potential for promotion

5 Education outside of the company

6 Education inside the company

7 Training at work

8 To have colleagues who are understanding

9 To have superiors who are understanding

10 Work less than 40 hours per week

11 Work a minimun of 40 hours per week

Please indicate how important is for you

that your company provides

12 Medical Benefits

13 Dental Benefits

14 Paid Vacations

15 Productivity bonuses

16 Transport allowance

17 Paid Maternity leave

18 Retirement Services

19 End of the year bonus

Important

Not at all

Important important Not Sure Important

importantImportant

Very

Very

5 4 3 2 1

5 4 3 2 1

5 4 3 2

Neutral

Neutral

Not

Important

Not at all

Not

ImportantNot Sure

5 4 3

5 4 3 2 1

2 1

5 4 3 2 1

1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

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Cual es su genero? Masculino Femenino

Por favor indique su raza?

Anglosajona Hispano Blanco Otra

Cual es su edad? años

Cual es su máximo nivel de educación. Por favor indique uno.

Profesional - PHD Técnico/Tecnólogo No termino Bachillerato

Profesional - Especialización 18 meses - 24 meses Bachiller

Profesional - Pregrado Mas de 36 meses

En que país vive usted?

Colombia Venezuela Estados Unidos de América

Indique si usted actualmente se encuentra

Buscando activamente un empleo

No se encuentra buscando empleo

Indique su nivel actual de empleo

Esta usted empleado? Medio tiempo

Tiempo completo

Tiene su propio negocio

Indique su area laboral dentro de la empresa.

Directivo Asistente

Ejecutivo Supervisor

Profesional Operario

Indique su estado civil.

Soltero

Casado

Viudo

Divorciado

Separado

Indique si usted

Vive solo

Vive con su conyuge/padres

Vive con otros miembros de su familia

Indique cuantas personas dependen de usted

Conyuge/Hijos Otros dependientes Ninguno

APPENDIX B

PREFERENCIAS LABORALES

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Por favor indique en que categoria se encuentra su salario mensual

Si usted vive en Colombia

Menos de COP $616,000.0

COP $617,000.0 - COP $1,631,000.0

COP $1,632,000.0 - COP $3,097,000.0

COP $3,098,000.0 - COP $4,170,000.0

Mas de COP $4,171,000.0

Si usted viven en Venezuela

Menos de VEF $3,270.0

VEF $3,271.0 - VEF $3,616.0

VEF $3,617.0 - VEF $3,845.0

VEF $3,846.0 - VEF $7,316.0

Mas de VEF $7,317.0

Si usted viven en los Estados Unidos de America, indique su salario annual

Menos de US$ 2, 000.0

US$ 2,001.0 - US$ 4,100.0

US$ 4,101.0 - US$ 6,200.0

US$ 6,201.0 - US$ 8,300.0

Mas de US$ 8,301.0

Por favor responda las siguientes preguntas de la manera que mejor lo identifica a usted.

Por favor indique que tan importante

es este aspecto del trabajo para usted.

1 Seguridad en el trabajo

2 Salario que satisfaga sus necesidades básicas

3 Buenas condiciones laborales

4 Probabilidades de ascenso

5 Capacitación fuera de la empresa

6 capacitación dentro de la empresa

7 Entrenamiento en la empresa

8 Compañeros de trabajo atentos y colaboradores

9 Jefes y superiores condescendientes

10 Trabajar menos de 40 horas a la semana

11 Trabajar minimo 40 horas a la semana

Por favor indique que tan importante es para usted

que su empresa le provea

12 Seguro medico

13 Seguro dental

14 Vacaciones pagas

15 Bonos de productividad

16 Subsidio de transporte

17 Licencia de maternidad

18 Pension/Jubilacion

19 Primas de fin de año

Importante Importante No seguro Importante Importante

Muy Neutral No Nada

Importante Importante No seguro Importante Importante

345 2 1

Muy Neutral No Nada

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

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Table 1 Descriptive characteristics for the three countries

Characteristic

n % n % n %

Gender

Male 12 37.5 16 48.5 14 38.9

Female 20 62.5 17 51.5 22 61.1

Age 18 1 3.1 23 1 3.0 19 1 2.8

23 2 6.3 24 3 9.1 20 1 2.8

24 1 3.1 25 2 6.1 22 3 8.3

27 1 3.1 29 1 3.0 23 1 2.8

28 3 9.4 30 1 3.0 24 1 2.8

29 1 3.1 32 1 3.0 25 1 2.8

30 1 3.1 33 3 9.1 26 1 2.8

31 2 6.3 34 1 3.0 28 1 2.8

33 1 3.1 35 2 6.1 29 1 2.8

35 1 3.1 37 1 3.0 30 1 2.8

36 1 3.1 38 4 12.1 31 1 2.8

37 2 6.3 39 1 3.0 32 1 2.8

39 2 6.3 40 2 6.1 33 1 2.8

41 1 3.1 42 3 9.1 38 3 8.3

42 1 3.1 45 2 6.1 39 1 2.8

43 3 9.4 46 1 3.0 40 2 5.6

44 2 6.3 48 1 3.0 41 2 5.6

45 1 3.1 54 1 3.0 43 1 2.8

46 2 6.3 60 1 3.0 44 1 2.8

49 1 3.1 46 1 2.8

54 1 3.1 47 1 2.8

56 1 3.1 49 1 2.8

50 1 2.8

52 1 2.8

53 2 5.6

55 1 2.8

Mising Data 0 0.0 1 3.0 3 8.3

Doctoral Degree 1 3.1 3 8.0

Master Degree 12 37.5 5 15.2 9 25.0

Bachelors Degree 11 34.4 20 60.6 10 27.8

More than 36 months college degree 7 21.9 5 15.2 2 5.6

Between 18 and 24 months college degree 1 3.1 1 3.0 5 13.9

High School degree 0 0.00 2 6.1 4 11.1

Some high school 0 0.00 0 0.00 2 5.6

Missing data 0 0.00 0 0.00 1 2.8

33 100 36 100

Marital Status

Single 11 34.4 13 39.4 11 30.6

Married 18 56.3 14 42.4 22 61.1

Widowed 0 0.00 0 0.00 0 0.00

Divorced 1 3.1 4 12.12 0 0.00

Separated 2 6.3 2 6.06 2 5.6

Missing Data 0 0.0 0 0 1 2.8

Number of Dependants

Spouse/Children 16 50.0 18 54.5 22 61.1

Other dependants 5 15.6 5 15.2 2 5.6

None 10 31.3 10 30.3 11 30.6

Missing data 1 3.1 0 0.0 1 2.8

Income

High income 0 0 3 9.1 5 13.9

Average high 6 18.8 11 33.3 4 11.1

Average 3 9.4 6 18.2 2 5.6

Average low 11 34.4 6 18.2 7 19.4

Low income 11 34.4 4 12.1 18 50.0

Missing Data 1 3.1 3 9.1 0 0

Colombia Venezuela USA

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Table 2 Statistics for Countries

Colombia Venezuela USA

Characteristic Mean Median Mode Std. Deviation Mean Median Mode Std. Deviation Mean median mode Std. Deviation

Gender 2 2 0.492 2 2 0.508 2.00 2 0.494

Age 36.63 37 28 9.404 36.59 37.5 38 8.868 36.15 38.00 22 10.986

Level of Education 3 2 0.920 3.0 3.0 0.97 3.00 3 1.738

Marital Status 2 2 1.027 2 2 1.21 2.00 2 0.9120

Number of Dependants 1 1 0.910 1 1 0.90 1.00 1 0.932

Income 3 2 1.118 3 4 1.24 1.50 1 1.508

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Table 3 Job Attributes for Colombia

Colombia

Job Attribute Very Important Neutral Not Not Imp. Missing

Important Not Sure Important at all data

Job Security 87.5% 12.5%

Good Working Conditions 78.1% 18.8% 3.1%

Potential for promotion 68.8% 15.6% 9.4% 3.1% 3.1%

Training at Work 53.1% 31.3% 12.5% 3.1%

Work as a minimun of 40 hours per week 21.9% 25.0% 40.6% 3.1% 6.3% 3.1%

Medical Benefits 81.3% 12.5% 6.3%

Paid Maternity leave 68.8% 15.6% 12.5% 3.1%

Retirement Services 71.9% 9.4% 9.4% 6.3% 3.1%

End of the year bonuses 71.9% 15.6% 9.4% 3.1%

Percentages obtained for a sample of N = 32

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Table 4 Job Attributes for Venezuela

Venezuela

Job Attributes Very Important Neutral Not Not Imp. Missing


Job Security 87.9% 9.1% 3.0%

Good Working Conditions 69.7% 24.2% 3.0% 3.0%

Potential for promotion 72.7% 21.2% 3.0% 3.0%

Training at Work 75.8% 18.2% 3.0% 3.0%

Work as a minimun of 40 hours per week 39.4% 36.4% 3.0% 6.1% 15.2%

Medical Benefits 87.9% 12.1%

Paid Maternity leave 60.6% 9.1% 15.2% 12.1% 3.00%

Retirement Services 75.8% 24.20%



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Table 5 Job Attributes for United States of America

United States of America

Job Attributes Very Important Neutral Not Not Imp. Missing


Job Security 97.2% 2.8%

Good Working Conditions 86.1% 8.3% 5.6%

Potential for promotion 69.4% 27.8% 2.8%

Training at Work 63.9% 33.3% 2.8%

Work as a minimun of 40 hours per week 44.4% 36.1% 5.6% 13.9%

Medical Benefits 83.3% 13.9% 2.8%

Paid Maternity leave 52.8% 19.4% 5.6% 13.9% 5.6%

Retirement Services 86.10% 11.10% 2.80%



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